In recent years, Mexico has transformed from a transit country into a primary destination for refugees and migrants seeking safety and a fresh start. According to the UNHCR and IOM, more than 220,000 asylum seekers and 1.2 million migrants are in Mexico today, with nearly half intending to stay and rebuild their lives. Many bring valuable skills and experience, yet face significant barriers accessing formal employment. At the same time, two-thirds of companies across Mexico report severe talent shortages. The convergence of these data points reveals a clear opportunity for businesses to embrace these individuals as a resilient, highly motivated talent pool capable of helping close critical workforce gaps.
At Tent México, a national coalition of 80 major employers committed to helping refugees and migrants secure formal employment, we have witnessed firsthand the immense value refugees and migrants have contributed to businesses.
When refugees and migrants enter the formal workforce, they become active contributors to the country’s growth through tax payments, social security contributions (IMSS), and increased local consumption. To unlock this economic potential, we must move past the myths and look at the facts.
1. “Refugees and migrants are taking jobs away from locals.”
This is perhaps one of the most pervasive misconceptions, fueled by misleading rhetoric and economic anxiety. In reality, with 67% of companies in Mexico reporting a persistent labor shortage, we are not seeing a displacement of local workers. Instead, these are millions of vacancies that remain unfilled for months, stifling national productivity. The scale of this reality is best understood through data provided by FEMSA, a leading employer of refugees and migrants and a Tent México member company. Out of approximately 18,500 total hires made by the company each month, fewer than 600 of those individuals are refugees or migrants in vulnerable situations. This represents roughly 3% of their monthly hires, which means the vast majority of opportunities continue to be filled by Mexican talent. Hiring refugees and migrants is a talent supplementation strategy — not a replacement strategy — that offers a vital solution for employers in a tight labor market.
2. “Refugees and migrants don’t have the legal right to work in Mexico.”
The legal landscape surrounding refugee and migrant employment eligibility in Mexico is frequently misunderstood, creating unnecessary friction and the misconception that it is “impossible” to hire them legally. In reality, hiring is a simple standard administrative process, as individuals with formal refugee status or a Visitante por Razones Humanitarias (TVRH) card possess legal status documentation with clear authorization to work. This means that employers do not need to sponsor work visas for them. Once an individual possesses their TVRH or Permanent Residency linked to their refugee status, they can acquire their national identification number (CURP), be enrolled in the tax collection system (RFC), and obtain their social security number–just like any Mexican national.
While standard migratory schemes differ from refugee status, the process remains straightforward. Foreign nationals with a temporary residence visa or a visitor’s card with work authorization can be legally hired once the employer completes registration with the Instituto Nacional de Migración (INM). By obtaining the Constancia de Inscripción del Empleador and extending a formal offer, companies can integrate this talent into their teams.
3. “Refugees and migrants don’t want to work; they aren’t interested in formal roles.”
While there is a persistent myth that refugees and migrants are not interested in formal employment, the reality is that they are highly motivated to work but lack familiarity with the local professional landscape. They face unfamiliar application processes, a lack of professional networks, and the disadvantage of having CVs overlooked due to displacement-related employment gaps.
In addition, financial constraints often clash with formal employment structures. For refugees without savings, the standard 15- to 30-day pay cycle is an unaffordable luxury. Lacking initial capital for food and housing, many enter the informal economy to survive. At Tent México we are working to deeply understand job seekers’ needs to help companies design more accessible, meaningful opportunities. We’ve seen successful examples from our member companies who have adapted onboarding procedures to better meet refugees’ and migrants’ needs, without compromising their high professional standards.
This approach builds resilient teams and an inclusive culture that strengthens business performance.
4. “Refugees and migrants won’t stay long term.”
Despite companies’ concerns about turnover, current data show that recent US immigration and border policies have transformed Mexico from a transit corridor into a primary destination. Refugees and migrants are now making a deliberate choice to build long-term futures in Mexico rather than merely passing through. The reality of this stability is most evident in recent government studies of the Haitian population in Mexico – one of the largest migrant groups in the country – which show that around 60% have no plans to migrate elsewhere.
What’s more, those who do stay and successfully secure employment often stay in their roles for longer. For example, according to an IFC case study on OXXO Mexico, migrant and refugee employees stay four to six months longer than local hires, proving to be exceptionally reliable with lower turnover.
Overcoming these myths and stigmas is more than a compliance check; it is a vital step toward a more resilient economy. By dismantling misperceptions, companies can tap into a workforce eager to plant roots and contribute to Mexican society. Ultimately, Mexico’s economic future depends on our ability to integrate all available talent.
By adopting an evidence-based vision, companies move beyond “doing good” in isolation and gain a true competitive edge. It is time to stop viewing the hiring of refugees and migrants through the lens of uncertainty and start recognizing it for what it truly is: a strategic business decision that strengthens both private sector profitability and the well-being of this population.
For more information on how to start your journey, consult the Tent México Employers’ Guide and reach out to mexico@tent.org.